Uncovering the Hidden Signs of Workplace Substance Abuse
|
|
- Dylan Malone
- 8 years ago
- Views:
Transcription
1 The Counseling Team International 1881 Business Center Drive, Suite 11 San Bernardino, CA (909) Uncovering the Hidden Signs of Workplace Substance Abuse Tom Warner couldn't quite put his finger on it, but he knew something in his company was not right. In fact, he recognized that something was very "weird" about the way his employees were performing. Warner, president of the Warner Corporation, a plumbing, heating, and air conditioning services company in the Washington, D.C. area, described the situation as a series of "stupid" mistakes by experienced plumbers and assistants who couldn't handle simple responsibilities. However, when Warner discovered how prevalent workplace substance abuse is, he began to suspect that drug abuse was at the heart of his employees' problems. "When I learned that statistics show 20 percent of our population uses drugs - and that in the Washington, D.C. area, at least 20 percent of the work force uses drugs every day - things started to make sense," Warner says. In response, Warner's company implemented a comprehensive substance abuse program for its employees. This program included the development of a thorough policy statement that strictly prohibits workers from abusing alcohol and prescription drugs and from using illegal drugs. Today, the program also includes drug testing and counseling for troubled workers who self-refer through the company's employee assistance program. Taking Its Toll The substance abuse problems experienced by the Warner Corporation are not unique to this company, its industry, or even its geographic location. The unfortunate truth is that substance abuse - the abuse of alcohol and legal drugs and the use of illegal drugs - is more common today than it has been for the last several years. According to the federal government, 71 percent of all illegal drug users are employed, an increase of 5 percent since As a result, substance abuse is taking a tremendous toll on employers' ability to stay in business. This trend is particularly apparent among smaller companies that, for a variety of reasons, have been slow to address the problem. How exactly do substance-abusing employees cost their employers? Consider the following: employees who abuse drugs are less likely to show up to work on time or put in a productive day's work. Conversely, they are more likely to be absent from work without a legitimate reason, use their health care benefits, and file workers' compensation claims.
2 According to the National Council on Compensation Insurance, as many as 50 percent of all workers' compensation claims are related to the abuse of alcohol or drugs in the workplace. Drug users, as a group, use medical benefits at a rate 8 times higher than non-users. Substance abusing employees also are absent from work more often than their non-substance abusing co-workers, often resulting in increased workloads for coworkers and decreased employee morale. Though the total cost of substance abuse in the workplace is difficult to assess, Marsh & McLennan Companies estimates the national figure to be $75 billion per year or about $640 per employee, whether user or non-user. The Signs Unfortunately, once employers begin to see the dollars leaking out of their bottom line, it is often late in the development of a serious substance abuse problem. Can this be avoided? Can employers look for signs of possible substance abuse? Are there hidden signs that might warn employers that a problem is developing? The answer to all three of these questions is yes. In most cases, many of the long-term problems associated with workplace substance abuse can be avoided if employers are constantly on the lookout for the hidden signs of substance abuse and take appropriate action. However, it is also important to recognize that an employee's declining job performance may be caused by factors unrelated to substance abuse. Supervisors should be trained to measure each worker's job performance and to refer employees with performance problems to the appropriate qualified professional to determine the nature of the problem. Performance There are many ways to measure workers' performance. These indicators can also help employers spot potential substance abuse problems early on. Is a certain employee's quality of work inconsistent? Is the employee's work pace slow, slower than usual, or sporadic? Does the employee have trouble concentrating on his work? Are there signs of fatigue? Other telling performance signs include increased mistakes, errors in judgment, and a sudden inability to fulfill complex assignments or meet deadlines. Increased absenteeism or tardiness, both of which have a direct impact on the performance of the troubled employee and the co-workers who have to carry the extra workload, also could indicate that a substance abuse problem exists. Other performance-related signs of substance abuse may include: Excessive sick leave Frequent early departures Patterns of absenteeism (Mondays, Fridays, before or after holidays, and following paydays) Extended coffee breaks
3 Excessive time on the phone Behavior and Appearance Workers who display sudden changes in behavior on the job may be trying to hide a substance abuse problem. For example, irritability, moodiness, arguing with co-workers, or insubordination toward supervisors are not uncommon among substance abusers. For substance abusing employees, personal appearance may lose its usual importance. Troubled workers will often show up to work looking sloppy, unkempt, unshaven, or dressed inappropriately (i.e., long sleeved shirts in the summer, sunglasses indoors, etc.). Also, employers may begin receiving complaints from customers, clients, and coworkers regarding the attitudes and work quality of substance abusing employees. Other behavior-related signs of substance abuse may include: Sleepiness Slurred speech Unsteady movements and shaky hands Cold, sweaty palms Dilated pupils Red eyes Unusual weight loss or gain Smell of alcohol on breath Deteriorating family relationships Borrowing money from co-workers Stealing from the company and co-workers Sudden change in choice of friends Poor personal hygiene Violent behavior Impatience Depression Suspicious attitude toward others Emotional behavior Excessive talkativeness Safety Hazards Substance abusing employees are not safe employees. Depending on the type of work employees do, substance abuse problems can begin manifesting themselves in employee safety records. Substance abusing employees will be involved in more accidents than other workers, even though they are often not the ones who are injured. They also tend to display carelessness in the operation and maintenance of potentially hazardous materials or dangerous equipment. Other safety-related signs of substance abuse may include: Risky behavior
4 Increased involvement in off-the-job accidents Damaging equipment or property Conclusion The most important thing employers can do to help control the cost of substance abuse is to establish and enforce a policy that prohibits employees from using illegal drugs and abusing legal drugs or alcohol. Employers should train supervisors to monitor workers' job performance and to report any irregularities. However, supervisors should not be expected to diagnose possible medical conditions, such as substance abuse. Employers should also offer employees ongoing substance abuse education opportunities so that everyone in the workplace can be on the lookout for the hidden signs of substance abuse. As for Tom Warner, it wasn't long before his company began reaping the benefits of its substance abuse program. In fact, Warner credits the program with saving the company at least $385,000 in one year due to fewer accidents, which in turn resulted in lower workers' compensation costs and vehicle insurance premiums. Warner says, "Companies need to establish drug testing and drug abuse policies, make them known, and enforce them vigorously and without exception." U.S. Department of Labor
5 Training Supervisors: A Critical Link in a Successful Substance Abuse Prevention Program On August 28, 1991, a New York subway operator crashed his train near a station in lower Manhattan. Tragically, five people were killed and more than 200 others were injured. After the accident the operator was tested for drugs and alcohol. He tested positive for alcohol with a blood alcohol content level of.21, more than twice the legal limit in the state of New York. The next day the New York Times ran a story that quoted two of the operator's supervisors who admitted that they knew the man had a substance abuse problem, but they didn't know what to do about it. Supervisors and managers are critical links between the implementation of a workplace substance abuse program and its successful maintenance. Without their commitment to the program, your objectives - a safe, healthy work force, and a more productive and profitable business - will go unrealized. However, for supervisors to demonstrate solid commitment to the program they must first understand what the program is, what it requires, and their role - they must be trained. Many of the problems encountered when implementing and maintaining a substance abuse workplace program can be avoided if you have the full support and participation of your supervisors and managers. In concert with employee drug education, a thorough, ongoing supervisor training program will support your company's policy statement and, if included, make your drug testing and employee assistance programs more effective. Where to Start The first step in beginning a training program is to consider what you want to accomplish. An effective training program should allow supervisors to do the following: Know the company's policy and understand their role in its implementation and maintenance. Observe and document unsatisfactory job performance. Confront workers about unsatisfactory job performance according to company procedures. Understand and be able to recognize the effects of substance abuse in the workplace. Know how to refer an employee suspected of having a substance abuse problem to those who are qualified to make a specific diagnosis and to offer assistance. Supervisors' Role Supervisors are generally in the best position to know if one of your employees is having a performance problem. Of course, the problem may be caused by any number of reasons, one of which could be substance abuse. The important point for supervisors to understand is that the company does not expect them to diagnose substance abuse
6 problems. Rather, supervisors are responsible for monitoring job performance and, when a problem arises, follow established company procedures. Supervisors cannot afford to get involved emotionally in workers' problems; to do so could compromise their ability to effectively deal with the troubled employees. Also, supervisors should be trained not to enable substance abuse problems to continue by looking the other way, lying and covering up for workers, failing to document performance problems, or choosing to not confront employees directly. The Signs of Substance Abuse The signs and symptoms of substance abuse are sometimes identical to those of other performance problems such as marital, family, financial or gambling. Nonetheless, supervisors should be trained to recognize these symptoms and know that they could be related to substance abuse. Generally, these signs and symptoms may be reflected by changes in performance, behavior and appearance, and safety. Performance issues may involve an employee's quality of work, work pace, ability to follow instructions, and successful completion of assignments. Supervisors should look for mistakes, errors in judgment, inability to meet deadlines, sick leave usage, and absenteeism patterns (e.g., Mondays, Fridays, following paydays, etc.). Sudden behavioral changes may be a sign that an employee is experiencing personal problems. Supervisors should be on the alert for employees who are irritable, moody, argumentative with co-workers, or insubordinate. Troubled workers may lose interest in their appearance or begin receiving complaints about their attitude or appearance from customers, clients, co-workers, or other supervisors. Unsafe behavior on the job should always be addressed immediately. Substance abusing workers tend to be involved in more accidents than their co-workers, though they are not always the ones injured. Careless or other risky behavior needs to be addressed before an accident occurs. All such signs and symptoms should be identified and documented. Who to Turn To For supervisors to effectively carry out your substance abuse policy, there must be a source of help to which they can turn. Who provides that help may depend on the size of the company and how you have set up your program. For example, if your company has few employees, problems may be referred directly to you as the employer. If you have an internal or outside employee assistance service, supervisors would be instructed to refer matters to that person. In some companies, supervisors may routinely work with the manager of personnel or safety to address workplace problems. There are numerous ways in which companies choose to deal with substance abuse problems. Regardless of the approach, supervisors must document their observations and efforts to ensure that appropriate action has been taken.
7 Who Can Perform the Training? Supervisor training does not necessarily require you to hire an outside consultant. The Federal Government's National Clearinghouse on Alcohol and Drug Information (NCADI, 800/ ) is an excellent source of free or low-cost materials that can serve as the nucleus of a supervisor training program. Available materials include training manuals, booklets, pamphlets, videos and posters, some of which have been developed specifically for supervisor training. A supervisor or other management-level employee can review the materials and put together a training program with the assistance of the Workplace Helpline (800/ ), a service sponsored by the Center for Substance Abuse Prevention of the U.S. Department of Health & Human Services. Local business organizations, police departments, or community resources may also be used to supplement or provide training. Employee assistance professionals typically offer supervisor training services. Conclusion There is no way to determine whether supervisors could have prevented the tragic New York subway accident. Well-trained supervisors are not an absolute defense against the problems associated with substance abuse. However, companies that utilize comprehensive programs that include supervisor training generally report fewer positive results in drug tests as compared to companies that just do drug testing. The level of support your supervisors give to the company's substance abuse program, combined with the fairness of your program and the firmness of your commitment, will generally influence its potential for success. U.S. Department of Labor
8 Workplace Helpline Helpline: The Workplace Helpline is a toll-free resource for business owners, supervisors and managers, and union leaders to call for assistance in developing and maintaining a workplace substance abuse program. The Helpline, which is operated by the Center for Substance Abuse Prevention, a component of the Department of Health and Human Services, also distributes materials regarding policy development, Federal regulations, drug testing, and other related issues. Counselors can also refer callers to local contacts that can provide direct assistance. Working Partners for an Alcohol- and Drug-Free Workplace Working Partners: Working Partners is a private- and public sector partnership designed to encourage and assist small businesses in developing and maintaining an alcohol- and drug-free workplace. At the core of the Working Partners Initiative is a small business workplace kit. The kit contains industry-specific information to help trade association executives understand the nature of the substance abuse problem, how it affects the workplace, and what employers can do to address it. Though the kit is designed specifically for trade associations, many of its contents can be of use to small businesses. The Small Business Workplace Kit is available to associations and other business groups at no cost. Individual businesses may order copies of materials from the kit by contacting NCADI (see below). The Working Partners Program can also provide other services to trade and business groups such as presentations to staff and program members including a demonstration of SAID, articles for newsletters and magazines, and assistance in identifying speakers for conferences and meetings.
9 National Clearinghouse for Alcohol and Drug Information (NCADI) NCADI and RADAR: NCADI is another service offered by the Center for Substance Abuse Prevention. NCADI, or the "Clearinghouse" as it is often referred to, is a national resource for substance abuse information in written and videotape formats. NCADI provides information on substance abuse as it relates to families, youth, communities, schools, women and minorities, and the workplace. The information includes research results, articles from popular press and scholarly journals, videotapes, prevention curricula, print materials, program descriptions, and state-level contacts. Most Federal agencies active on the substance abuse issue make their materials available through the Clearinghouse. The Regional Alcohol and Drug Awareness Resource (RADAR) Network works in partnership with NCADI and consists of a state clearinghouse, specialized organizational information centers, the U.S. Department of Education Regional Training Centers, and other information sources. U.S. Department of Labor
10 Contact the following organizations if you or someone you know needs help or more information about alcohol abuse or alcoholism: Al Anon Family Group Headquarters 1600 Corporate Landing Parkway Virginia Beach, VA Internet address: anon.alateen.org Makes referrals to local Al Anon groups, which are support groups for spouses and other significant adults in an alcoholic person's life. Also makes referrals to Alateen groups, which offer support to children of alcoholics. Locations of Al Anon or Alateen meetings worldwide can be obtained by calling (888) 4AL ANON ( ) Monday through Friday, 8 a.m. 6 p.m. (e.s.t.) Free informational materials can be obtained by calling (757) , Monday through Friday, 8a.m. 6 p.m. Alcoholics Anonymous (AA) World Services 475 Riverside Drive, 11th Floor New York, NY Phone: (212) Internet address: Makes referrals to local AA groups and provides informational materials on the AA program. Many cities and towns also have a local AA office listed in the telephone book. National Association for Children of Alcoholics (NACoA) Rockville Pike, Suite 100 Rockville, MD Phone: (888) 55 4COAS or (301) E mail: nacoa@nacoa.org Internet address: Works on behalf of children of alcohol and drug dependent parents. National Council on Alcoholism and Drug Dependence (NCADD) 20 Exchange Place, Suite 2902 New York, NY Phone: (800) Internet address: Provides telephone numbers of local NCADD affiliates (who can provide information on local treatment resources) and educational materials on alcoholism via the above toll free number. National Institute on Alcohol Abuse and Alcoholism (NIAAA) 6000 Executive Boulevard, Suite 409 Bethesda, MD Phone: (301) Internet address:
What Agency s Need to Know
What Agency s Need to Know Alcohol Prescription drugs Marijuana Cocaine Methamphetamine Heroin 10 % of our agency employees have a substance use disorders 77.4 % of all substance abusers are employed.
More informationSUBSTANCE ABUSE: AN EMPLOYER'S GUIDE
SUBSTANCE ABUSE: AN EMPLOYER'S GUIDE If you're in business, you must face some facts: Seventy percent of all illegal drug users are employed either full- or part-time. This suggests over 10 million people
More informationWhat You Don t Know Can Harm You
A L C OHOL What You Don t Know Can Harm You National Institute on Alcohol Abuse and Alcoholism National Institutes of Health U.S. Department of Health and Human Services If you are like many Americans,
More informationASci CORPORATION DRUG-FREE WORKPLACE POLICY AND DRUG-FREE AWARENESS PROGRAM
ASci CORPORATION DRUG-FREE WORKPLACE POLICY AND DRUG-FREE AWARENESS PROGRAM I,, have read, understood, and accepted the ASci Corporation Drug-Free Workplace Policy and Drug-Free Awareness Program. Signature:
More informationSUBSTANCE ABUSE AND THE WORKPLACE SUPERVISORY TRAINING
SUBSTANCE ABUSE AND THE WORKPLACE SUPERVISORY TRAINING Objectives: 1. To Identify Signs and Symptoms of Substance Abuse 2. To Provide Guidelines for Effective Intervention 3. To Provide Supervisory Guidelines
More informationHow To Prevent Alcohol And Drug Abuse At Stanford
STANFORD UNIVERSITY Office for Campus Relations Stanford Help Center Alcohol and Drug Abuse Prevention at Stanford Information for Faculty and Staff Phone: 650-723-4577 or Email: helpcenter@lists.stanford.edu
More informationYOUR COMPANY NAME HERE
Drugs and Alcohol Sample 1 of 5 02 52 This is a sample section out of a personnel policy manual prepared by COR TECH. As shown, the exact text of the handbook is included in the manual (see bracketed,
More informationALCOHOLISM. getting the facts
ALCOHOLISM getting the facts U.S. Department of Health and Human Services National Institutes of Health National Institute on Alcohol Abuse and Alcoholism ALCOHOLISM getting the facts For many people,
More informationProcedure #2252 PRO. Administrative Series 2000 DRUG-FREE WORKPLACE PROCEDURES
A. Standards of Conduct Employees at Chemeketa Community College serve as public employee role models for students and community citizens. That role carries an obligation to not only honor all statutes
More informationEXPERTS REVEAL DRUG FREE WORKPLACE THE SECRETS TO FACILITATE A
EXPERTS REVEAL THE SECRETS TO FACILITATE A DRUG FREE WORKPLACE Houston 832.572.5577 TM The Case For A Drug-Free Workplace According to the U.S. Department of Health and Human Services, 75% of all adult
More informationEmployee Drug-Free Workplace Education
Employee Drug-Free Workplace Education South Carolina State University Alcohol- and Drug-Free Workplace Provided by the Office of Professional Development & Training SC State University Employee Education
More informationMember Messenger NORTH CAROLINA SERVICE CENTER COMMERCIAL DIVISION ANNUAL BEHAVIORAL HEALTH QUALITY MANAGEMENT GUIDE
Member Messenger NORTH CAROLINA SERVICE CENTER COMMERCIAL DIVISION ANNUAL BEHAVIORAL HEALTH QUALITY MANAGEMENT GUIDE Quality Program Structure, Operations and Initiatives ValueOptions is always working
More informationHope, Help & Healing. A guide to helping someone who might have a drug or alcohol problem. www.drugfree.org
Hope, Help & Healing A guide to helping someone who might have a drug or alcohol problem www.drugfree.org Are you worried that someone you care about has a drug or alcohol problem? Or do you feel your
More informationDRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE
DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.04.17 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Aims of the policy 4. Health and Safety
More informationTHE STATE OF CALIFORNIA S EMPLOYEE ASSISTANCE PROGRAM
THE STATE OF CALIFORNIA S EMPLOYEE ASSISTANCE PROGRAM SUPERVISOR'S HANDBOOK THE EMPLOYEE ASSISTANCE PROGRAM (EAP) The Employee Assistance Program (EAP) is a confidential counseling and personal assistance
More informationEmployee Drug-Free Workplace Education
Employee Drug-Free Workplace Education Rock Staffing and You for an Alcohol- and Drug-Free Workplace Provided by the Office of the Assistant Secretary for Policy U.S. Department of Labor and Rock Staffing
More informationOCCUPATIONAL HEALTH AND SAFETY Human Resource Manual Alcohol and Drugs Section 1006 ALCOHOL AND DRUGS
ALCOHOL AND DRUGS PURPOSE 1. The Government recognizes that dependency on alcohol or drugs is a medical problem that professionals can treat. When an alcohol or drug dependency affects an employee's job
More informationCITY OF WICHITA SUBSTANCE ABUSE POLICY PURPOSE
CITY OF WICHITA SUBSTANCE ABUSE POLICY PURPOSE The City of Wichita has a public trust to provide a variety of services to the community. An efficient and productive workforce is vital to fulfill that responsibility.
More informationDame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY
Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY Agreed by the Governing Body Personnel & Remuneration Committee May 2015 To be reviewed Summer 2017 (first approved in February 2010, with an appendix
More informationDRUG AND ALCOHOL AWARENESS FOR MANAGERS. Presented by Cigna Employee Assistance Program
DRUG AND ALCOHOL AWARENESS FOR MANAGERS Presented by Cigna Employee Assistance Program SEMINAR GOALS Understand the problems associated with substance abuse in the workplace Learn the signs and symptoms
More informationEXHIBIT A. GRIEVANCE FORM (use additional sheets where necessary) STEP ONE EMPLOYER S STEP ONE RESPONSE STEP TWO
EXHIBIT A GRIEVANCE FORM (use additional sheets where necessary) Filed: Department: Village of Freeburg Public Works Grievant s Name: Last First M.I. STEP ONE of Incident or Knew of Facts Giving Rise to
More informationEXECUTIVE COACHING SERIES. Psychology of Performance: Impaired Physicians and Healthcare Executives. White Paper
EXECUTIVE COACHING SERIES Psychology of Performance: Impaired Physicians and Healthcare Executives White Paper 02 14 11 Robert A. Mines, Ph.D., Daniel C. Kimlinger, MHA, Sally Hull, Ph.D., Marcia S. Kent,
More informationSTATE OF WYOMING SUBSTANCE ABUSE POLICY
Execati.ve Order 1990- STATE OF WYOMING SUBSTANCE ABUSE POLICY I. Purpose - Employees are Wyoming State Government's most valuable resource and their health and safety is a' major concern. Substance abuse
More informationEmployee Benefits Report
Employee Benefits Report 1000 25th Street North Great Falls, MT 59406 (406) 727-4969 (800) 406-4097 Fax (406) 727-4979 www.bphealthmt.com Benefit Administration April 2011 Volume 9 Number 4 Increase the
More informationHope, Help & Healing
and Washington Hope, Help & Healing A guide to helping someone who might have a drug or alcohol problem www.drugfree.org 1-800-562-1240 YOU ARE NOT ALONE Are you worried that someone you care about has
More informationDON T SPILL THIS CUP!: POST-ACCIDENT AND REASONABLE SUSPICION DRUG TESTING
131 South Dearborn Street Writer s direct phone (312) 460-5877 Writer s e-mail mlies@seyfarth.com Writer s direct fax (312) 460-7877 Suite 2400 Chicago, Illinois 60603 (312) 460-5000 fax (312) 460-7000
More informationPolicies & Procedures
2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits
More informationMaking Effective Referrals to the Employee Assistance Program
Making Effective Referrals to the Employee Assistance Program Florida Association of School Personnel Administrators Conference Presented by: Melvina MacDonald, Director The Employee Assistance Program
More informationHalifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy )
Halifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy ) I. Policy Statement and Purpose Halifax Regional Municipality ( HRM ) is committed to providing a safe work environment
More informationUnderage Drinking. Underage Drinking Statistics
Underage Drinking Underage drinking is a serious public health problem in the United States. Alcohol is the most widely used substance of abuse among America s youth, and drinking by young people poses
More informationProfessional Substance Abuse
Professional Substance Abuse Addiction A complex lifelong biopsychosocial disease with serious physical, emotional, financial and legal consequences. The American Nurses Association estimates that between
More informationHope, Help & Healing. A guide to helping someone who might have a drug or alcohol problem. www.warecoveryhelpline.
Hope, Help & Healing A guide to helping someone who might have a drug or alcohol problem www.warecoveryhelpline.org 1-866-789-1511 Are you worried that someone you care about has a drug or alcohol problem?
More informationFatigue. Version 1. Prevention in the NZ Workplace. Fatigue prevention Version 1 July 2014
Fatigue Prevention in the NZ Workplace Version 1 1 Contents Introduction... 3 What is Fatigue?... 4 Risk Management Approach to Fatigue... 5 Appendices... 11 Toolbox Talks: A, B, C.... 122 Heat Safety
More informationREGULATIONS DRUG-FREE WORKPLACE/DRUG AND ALCOHOL ABUSE POLICY
REGULATIONS REG No.: 878 I. PURPOSE DRUG-FREE WORKPLACE/DRUG AND ALCOHOL ABUSE POLICY Wharton County Junior College ( WCJC or College ) is committed to protecting the safety, health, and well being of
More informationAccommodation and Compliance Series. Employees with Alcoholism
Accommodation and Compliance Series Employees with Alcoholism Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor. JAN
More informationWhat Employers Need to Know to Help
Occupational Health & Safety Council of Ontario (OHSCO) WORKPLACE VIOLENCE PREVENTION SERIES Domestic Violence Doesn t Stop When Your Worker Arrives at Work: What Employers Need to Know to Help What is
More informationPOLICY AND PROCEDURE. Alcohol & Drugs. SoLO Life Opportunities. Introduction. Category: staff and volunteers
SoLO Life Opportunities POLICY AND PROCEDURE Alcohol & Drugs 38 Walnut Close Chelmsley Wood Birmingham B37 7PU Charity No. 1102297 England Company No. 5025939 Category: staff and volunteers Introduction
More informationTeens and Prescription Drug Abuse
Teens and Prescription Drug Abuse Information compiled by Communities That Care of Lorain County For more information, please contact Cathy Gabe 440-282-9920 cgabe@lorainadas.org www.ctcloraincounty.org
More informationDrug Free Workplace Policy 7307. PURPOSE The purpose of this policy is to set forth guidelines to ensure a drug free workplace at UCLA Medical Center.
DRUG FREE WORKPLACE PURPOSE The purpose of this policy is to set forth guidelines to ensure a drug free workplace at UCLA Medical Center. POLICY Medical Center employees are required to report to work
More informationEmployee Alcohol Abuse: Is It Costing Your Government Money? A Report on the Impact of Employee Alcohol Abuse on Governments. September 18, 2003
Employee Alcohol Abuse: Is It Costing Your Government Money? A Report on the Impact of Employee Alcohol Abuse on Governments September 18, 2003 This report was produced by the Metropolitan Washington Council
More informationOverview of Sample Drug and Alcohol Abuse Policy
Overview of Sample Drug and Alcohol Abuse Policy All employers should have a vital interest in maintaining a safe, healthy, and efficient working environment. Being under the influence of a drug or alcohol
More informationChelmsford City Council. Human Resources. Drugs and Alcohol at Work
Chelmsford City Council Human Resources Drugs and Alcohol at Work Table of contents 1. Introduction... 1 2. Scope... 1 3. Advice... 1 4. Assistance... 2 5. Further Support and Information... 3 1. Introduction
More informationAlcohol Withdrawal. A Guide for Patients and Families
Alcohol Withdrawal A Guide for Patients and Families Table of Contents Page 1...Do I need to stop drinking? Page 2...How do I know if I am addicted? Page 3...What are alcohol withdrawal symptoms? Page
More informationA L C O H O L D R U G S and G A M B L I N G
IT S OUR BUSINESS Does someone I work with have a problem? A L C O H O L D R U G S and G A M B L I N G in the Workplace S O M E O N E A T W O R K H A S A P R O B L E M 3 Co-workers often get to know each
More informationCalifornia Society of Addiction Medicine (CSAM) Consumer Q&As
C o n s u m e r Q & A 1 California Society of Addiction Medicine (CSAM) Consumer Q&As Q: Is addiction a disease? A: Addiction is a chronic disorder, like heart disease or diabetes. A chronic disorder is
More informationOlder Adults and Alcohol
Older Adults and Alcohol You Can Get Help 5 What s Inside? Read this booklet to learn about alcohol and aging. Share this booklet with your friends and family. Use this booklet to start talking about how
More informationSteps to a Drug-Free Workplace
Steps to a Drug-Free Workplace Resources to Help Employers and Small Mines Elena Carr, Drug Policy Coordinator and Director, Working Partners for an Alcohol- and Drug-Free Workplace Program U.S. Department
More informationBest Practices Manual For Counseling Services. A Guide for Faculty & Staff
Best Practices Manual For Counseling Services A Guide for Faculty & Staff 7/2014 Table of Contents Purpose of the Best Practices Manual for Counseling Services.3 General Guidelines on Responding to Concerns
More informationAccommodation and Compliance Series. Employees with Drug Addiction
Accommodation and Compliance Series Employees with Drug Addiction Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
More informationALCOHOL & SUBSTANCE ABUSE PROGRAMS
ALCOHOL & SUBSTANCE ABUSE PROGRAMS ALCOHOL AND SUBSTANCE ABUSE INFORMATION You have a right to advice and counseling on drug and alcohol abuse without parental consent. Certain kinds of treatment require
More informationReference document. Alcohol addiction
Reference document Alcohol addiction Table of content Introduction 2 Definition 2 Signs and symptoms 3 Intervening with an employee 4 Available treatments and resources 5 Conclusion 5 Reference document
More informationMisuse of Drugs and Alcohol
Reference: 3.41 Edition Date: 3 June 2014 Page 1 of 12 Misuse of Drugs and Alcohol 1. PURPOSE 1.1 This procedure aims to contribute to a safe, healthy and highly productive work environment by: - Raising
More informationGuidance for Hertfordshire Early Years Settings on Drugs and Alcohol
Guidance for Hertfordshire Early Years Settings on Drugs and Alcohol This is a framework to help staff in early years settings to identify families who may have issues with drugs and alcohol, and signpost
More informationAlcohol Abuse Among our Nation s Youth What to do as educators
Alcohol Abuse Among our Nation s Youth What to do as educators The devastating rate of drug and alcohol abuse by American youth is cause for alarm and its prevention and treatment remains one of our nation
More informationOlder Adults and Alcohol
Older Adults and Alcohol You can get help From the National Institute on Aging Table of Contents What s inside 1 Get the facts about aging and alcohol 2 You can become more sensitive to alcohol as you
More informationDrug and Alcohol Policy
Drug and Alcohol Policy I. Policy Section: 6.0 Human Resources II. Policy Subsection: 6.24 Drug and Alcohol Policy III. Policy Statement Grand Rapids Community College is committed to the elimination of
More informationEmployee Benefits Report
Employee Benefits Report Dealey, Renton& Associates Insurance Broker s An ESOP Compan y Oakland Pasadena Santa Ana Benefit Administration April 2011 Volume 9 Number 4 Increase the Value of Your Benefits
More informationThe most effective referral occurs at the time of the interview. If you do not have a treatment facility, possible referral destinations are:
The most effective referral occurs at the time of the interview. Putting the patient in direct contact with the counselor or therapist is effective. If a patient is not ready, referral information should
More informationCHEATWOOD INN OF COURT SUBSTANCE ABUSE RECOGNITION AND RESOURCES
CHEATWOOD INN OF COURT SUBSTANCE ABUSE RECOGNITION AND RESOURCES Signs & Symptoms of Chemical Dependency Provided by The FLA Family Physical Community Office Professional Withdrawal from activities Multiple
More informationDOCUMENTATION OF REASONABLE SUSPICION OF DRUG AND/OR ALCOHOL USE (For use under Federal Department of Transportation regulations only)
DOT / FMCSA University of Minnesota INCIDENT REPORT DOCUMENTATION OF REASONABLE SUSPICION OF DRUG AND/OR ALCOHOL USE (For use under Federal Department of Transportation regulations only) This Incident
More informationFAQ' s on Alcohol Abuse and Alcoholism
FAQ' s on Alcohol Abuse and Alcoholism It is important to understand that these answers are not meant to provide specific medical advice, but to provide information to better understand the health consequences
More informationALCOHOL. A discussion tool
ALCOHOL A discussion tool About the Phuza Wize discussion tool This discussion tool consists of a fifteen-minute DVD and this easy-to-read booklet to guide discussion. Extracts from Soul City TV Series
More informationD.G. Counseling Inc.
D.G. Counseling Inc. March 2009 Newsletter T H I S M O N T H W E E N J O Y A N A R T I C L E W R I T T E N B Y J U D I T H F A W E L L ATTENTION: Two of the books Donna Gluck coauthored with Dr. Rob Bollendorf
More information'SUBSTANCE ABUSE' POLICY
'SUBSTANCE ABUSE' POLICY PREPARED FOR CEDERBERG MUNICIPALITY CONTENTS 1. Aim and Purpose..3 2. Definitions...3 3. General Principles.3 4. Guidelines for Managing Substance Abuse..4 5. Disciplinary Procedures
More informationPregnancy. U.S. Department of Health and Human Services. National Institutes of Health. In cooperation with
Drinking and Your Pregnancy U.S. Department of Health and Human Services National Institutes of Health National Institute on Alcohol Abuse and Alcoholism In cooperation with The National Organization on
More informationUNCONTROLLED. Title: Drug and Alcohol Abuse Testing and Rehabilitation
1.0 Purpose and Scope Waupaca Foundry, Inc. ( Company ) values its employees and recognizes their need for a safe and healthy work environment. Waupaca Foundry, Inc. also recognizes that employees abusing
More informationAddiction at Work: Managing Employees with Drug and Alcohol Issues. Webinar September 21, 2011
Addiction at Work: Managing Employees with Drug and Alcohol Issues Webinar September 21, 2011 Statutory & Regulatory Framework Federal Statutes Drug-Free Workplace Act Americans with Disabilities Act Rehabilitation
More informationDrug-Free Workplace Policy (revised 10/01/13)
Drug-Free Workplace Policy (revised 10/01/13) Purpose and Goal Rose-Hulman Institute of Technology is committed to protecting the safety, health and well-being of students, employees and visitors in our
More informationGuide to Reference Checking Resource Information for Classified Supervisors and Managers
Guide to Reference Checking Resource Information for Classified Supervisors and Managers Published by The Personnel Commission Table of Contents Page Introduction............................................................
More informationDrug and Alcohol Awareness
Drug and Alcohol Awareness Presented by: The Division of Capitol Police Crime Prevention www.dcp.virginia.gov Drug-Free Workplace Policy Policy Number: 1.05 http://web1.dhrm.virginia.gov/itech/hrpolicy/pol1_05.html
More informationAlcoholism In The Workplace A Handbook for Supervisors
Alcoholism In The Workplace A Handbook for Supervisors Theodore Roosevelt Building 1900 E Street NW Washington, DC 20415-2000 Office of Workforce Relations OWR-30 February 2000 ALCOHOLISM IN THE WORKPLACE
More informationDrug and Alcohol Policy
Drug and Alcohol Policy Policy Purpose The Council is committed to providing a safe and productive work environment and to promoting the health, safety and well being of its employees. The Drug and Alcohol
More information2015 Alcoholism In the Workplace
2015 Alcoholism In the Workplace www.feddesk.com FREE Federal & Military Guides Since 2002 2015 Alcoholism in the Workplace Published by Feddesk.com FREE Federal and Military Guides Since 2002 www.feddesk.com
More informationBRIGHAM AND WOMEN S HOSPITAL
BRIGHAM AND WOMEN S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: DRUG AND ALCOHOL ABUSE AND PREVENTION POLICY POLICY #: HR-302 EFFECTIVE DATE: January 1, 2008 POLICY It is the policy of Brigham
More informationTHE STATE OF MARYLAND. Executive Department. State of Maryland Substance Abuse Policy
THE STATE OF MARYLAND Executive Department Executive Order 01.01.1991.16 State of Maryland Substance Abuse Policy Substance abuse is a serious national crisis which has had a detrimental effect on the
More informationPolicy and guidance for dealing with Alcohol and Drug related issues
Policy and guidance for dealing with Alcohol and Drug related issues Introduction 1. In accordance with its mission the University has a duty to provide a safe and healthy working and learning environment
More informationSafety Bulletin. Alcohol and other drugs ISSUE NO. 30 NOVEMBER 2014. Purpose of this bulletin. Introduction. Fit and proper person determination
Safety Bulletin ISSUE NO. 30 NOVEMBER 2014 Alcohol and other drugs This safety bulletin is for most operators and seafarers. Seafarers and operators holding STCW (Standards of Training, Certification and
More informationSuspect Your Teen Is Using Drugs or Drinking? P ARENTS. Resources A BRIEF GUIDE TO ACTION FOR PARENTS
Resources National Clearinghouse for Alcohol and Drug Information (NCADI) Phone:1-800-788-2800 Web: www.health.org National Institute on Drug Abuse (NIDA) Web: www.nida.nih.gov National Institute on Alcohol
More informationRockville, MD 20847-2345. P.O. Box 2345
National Youth Anti-Drug Media Campaign National Clearinghouse for Alcohol and Drug Information P.O. Box 2345 Rockville, MD 20847-2345 Order your free copies of materials that promote substance abuse prevention
More informationA safe, healthy and drug-free workplace is everybody s responsibility. Thanks for making it yours.
TOOL BOX TALK 1: DRUG-FREE WORKPLACES: The Basic Message Worksite alcohol and drug use cannot be taken lightly, especially on construction sites where we rely on each other for safety. As a worker on this
More informationDepression often coexists with other chronic conditions
Depression A treatable disease PROPORTION OF PATIENTS WHO ARE DEPRESSED, BY CHRONIC CONDITION Diabetes 33% Parkinson s Disease % Recent Stroke % Hospitalized with Cancer 42% Recent Heart Attack 45% SOURCE:
More informationWhat You Need to Know About Behavioral Health Care Services
Member Messenger 2016 This Issue: Page 1-2 Annual Behavior Health Quality Management Guide Page 3 Member Satisfaction Survey Page 4 Achieve Solutions Self Help Screening Tools Available Page 5-6 Behavioral
More informationSample. Drug and Alcohol Prevention Program. Industrial Code Rule 60
Sample Drug and Alcohol Prevention Program Industrial Code Rule 60 Workplace Safety & Loss Prevention Program Building 12, Room 167 W. Averell Harriman Campus Albany, NY 12240 0 TABLE OF CONTENTS Required
More informationDrug and Alcohol Screening and Education Program
Drug and Alcohol Screening and Education Program Introduction A career in the medical field can be one of the most exciting and rewarding career options today! These rewards do not come without some personal
More informationDrug and Alcohol Abuse Prevention Information
Drug and Alcohol Abuse Prevention Information Fine Mortuary College (FMC) is committed to providing a drug-free environment for all college students and employees. Under the Drug-free Workplace Act and
More informationWHAT DO YOU KNOW ABOUT CHEMICAL SUBSTANCES?
BY RICHARD ENSMAN READ ANY NEWSPAPER TODAY, OR WATCH THE TELEVISION NEWS, AND YOU CAN'T HELP BUT ENCOUNTER WORD OF THE EVER-DEEPENING PROBLEM OF DRUG AND ALCOHOL ABUSE. WHAT DO YOU KNOW ABOUT CHEMICAL
More informationGME Policy #: 02 1.0 PURPOSE
GME Policy #: 02 Graduate Medical Education Policy & Procedures Indiana University School of Medicine Page 1 of 5 Subject: Alcohol and Drug-Free Workplace Identification and Management of Impaired GME
More informationExpanding Sources of Support in the Workplace: Introducing EAPs to Community Mental Health Care Providers of Vocational Services
Expanding Sources of Support in the Workplace: Introducing EAPs to Community Mental Health Care Providers of Vocational Services GOAL: The goal of this training is to help community mental health care
More informationPERSONNEL APPEALS BOARD State House Annex Concord, New Hampshire 03301 Telephone (603) 271-3261. New Hampshire Hospital Docket #89-T-25
-, February 1, 1990 - j PERSONNEL APPEALS BOARD State House Annex Concord, New Hampshire 03301 Telephone (603) 271-3261 New Hampshire Hospital 7 The New Hampshire Personnel Appeals Board (Commissioners
More informationManaging drug and alcohol misuse at work
Survey report September 2007 Managing drug and alcohol misuse at work Contents Summary of key findings 2 Policies and procedures 4 Testing 10 Managing and supporting employees with drug and/or alcohol
More informationAlcohol Awareness Month October 2013. Chad Asplund, MD, FACSM Medical Director, Student Health Georgia Regents University
Alcohol Awareness Month October 2013 Chad Asplund, MD, FACSM Medical Director, Student Health Georgia Regents University Alcohol Statistics According to the Office of Juvenile Justice and Delinquency
More informationPolicy ALCOHOL AND DRUG BRI-HS-PI-00002
Policy ALCOHOL AND DRUG Effective: November 21, 2014 1. Policy Statement As a responsible employer, Brion Energy Corporation ( Brion or the Company ) has an interest in establishing programs to promote
More informationAlcohol and Other Drugs in the Workplace. employer guide
Alcohol and Other Drugs in the Workplace employer guide 1 2 Managing alcohol and other drugs as hazards in the workplace Introduction This resource has been developed by the Alcohol Advisory Council of
More informationWASHINGTON STATE HUMAN RIGHTS COMMISSION. GUIDE TO DISABILITY and WASHINGTON STATE NONDISCRIMINATION LAWS. Disability Law and Addictions
WASHINGTON STATE HUMAN RIGHTS COMMISSION GUIDE TO DISABILITY and WASHINGTON STATE NONDISCRIMINATION LAWS Disability Law and OLYMPIA HEADQUARTERS OFFICE 711 S. Capitol Way, Suite 402 PO Box 42490 Olympia,
More informationDRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development
DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development Version 3: March 2010 CHANGES 01 June 2000: Policy implemented August 2010: Styling revised in line with corporate guidelines
More informationFEDERAL HEIGHTS POLICE DEPARTMENT
FEDERAL HEIGHTS POLICE DEPARTMENT Effective Date: May 1999 Directive: 171.5 Approved By: Chief Acker (City of Federal Heights Personnel Code) Employee Drug or Alcohol Abuse Section XII. - Drugs and Alcohol.
More informationGuidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace
Guidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace As of June 15, 2010, all employers in Ontario are responsible for protecting workers when domestic violence follows
More informationThe Benefits of a Creating a Healthy Work Environment
Eaton County Substance Abuse Advisory Group (ECSAAG) Barry-Eaton District Health Department The Benefits of a Creating a Healthy Work Environment This presentation includes: Harmful affects of alcohol,
More informationAlcohol. And Your Health. Psychological Medicine
Alcohol And Your Health Psychological Medicine Introduction Alcohol, when used in moderation and as part of a healthy lifestyle, can have beneficial effects for some people, particularly in the prevention
More informationAbout This Online Training
About This Online Training This online training material was designed to be used as a guide only and does not replace federal, state, local, or company codes. The user of this material is solely responsible
More information